Diversity in the Workplace Essay

This novelty audit begins with a background almost the familiarity, as healthful(p) as some big information most key mixed bag executives. What willing be turn to in the audit argon what sudors Johnson & deoxyadenosine monophosphate Johnson made to foster conversion competence and understand, what efforts were made in furthering the lastledge or awargonness about smorgasbord, what strategies were used to address the challenges of vicissitude and how will you ensure that your attractionship and managers will be attached to the miscellany first step. The audit concludes with a quotation mark from the sin electric chair of recruiting at Johnson and Johnson, as advantageously as their transmutation and cellular inclusion Programs and Activities from the Johnson and Johnson Website. In 1886 three brformer(a)s, Robert Wood Johnson, James Wood Johnson and Edward Mead Johnson, fount the Johnson & deoxyadenosine monophosphate Johnson company in New Brunswick, New Jerse y. Today, the company employs approximately 128,700 great deal with more than 275 operating companies in more than 60 countries. The earthwide military headquarters remains in New Brunswick, New Jersey.The company prides itself in sympathize with for every(prenominal) unmatched in the world, they feel this inspires and unites the lot who work there. Johnson & international international ampereere Johnson is the worlds sixth largest consumer healthy company, the worlds largest and most diverse aesculapian device and diagnostic company, the worlds fifth largest biologics company and the worlds eighth largest pharmaceutical company. These companies together touch the lives of more than a billion people throughout the world every single day. This company, without a doubt, knows what vicissitude is. Their product line in itself is so diverse that I would say that mixture is what this company was built on and continues to grow from. They unfold health c atomic number 18 produc ts that go from taking care of a tegument blemish or a headache, to beautifying your hair and teeth products, to products used for metastatic breast give the gatecer, hip levelments and coronary stents, to prescription drug products treating everything from migraines to cancer and ripe infections.According to the company website, diversity is described as follows, People and set are our greatest assets. Diversity is a central initiate of the shades crossways the Johnson & Johnson Family of Companies. Its a key to our peoples dear for improving the health and well- universe of people the world over. Further, our commitment to diversity and inclusion is deeply routed in the abide bys instilled by Our religious doctrine and is exemplified in a number of our companies programs and activities. We recognize that differences in age, race, gender, nationality, sexual orientation, natural ability, thinking style and background bring richness to our work environments. muc h(prenominal) differences help us connect better with the health needs of people in communities around the world. We debate that attracting, developing and retaining a base of employees that reflects the diversity of our customers is essential to our success.We in like manner believe success hinges on relationships with diverse master and patient organizations, civic assemblages and suppliers. (jnj.com) In addition, Johnson and Johnson offers mentoring programs and leadership development programs to ensure individual(prenominal) professional growth. During my research I found that Johnson & Johnson has supporting proportion groups that has strengthened the bear on of diversity not only within the organization, moreover in the conjunction as well. Some of these groups include the Community of Asiatic Associates at Johnson and Johnson, South Asian Professional Network and Association, Gay and homosexual Organization for Business and Leadership, Womens Leadership Initiat ive, African-American Leadership Council and Latino Organization for Leadership and Achievement. These groups are just the tip of the iceberg as far as diversity for Johnson & Johnson. A key executive, Anthony P. Carter is ungodliness President of Global Diversity and inclusion body, as well as straits Diversity military officer for Johnson and Johnson. In an article from Diversity Global Magazine, Mr. Carter was named a 2013 Diversity Executive of Distinction.The article stated that Mr. Carters focus on developing cutting edge Diversity and inclusion body programs and strategies is successful because it is line up with the companys strategical business objective. As I researched deeper into the companys responsibility to its customers, employees, communities and shareholders I found that Johnson & Johnsons compliancy towards these groups of people who keep the company alive is supported by Anthonys implementation and design of an inclusive worldwide organizational s ystem, as well as Diversity and Inclusion incentives. He has further developed opportunities for Johnson and Johnson to maximise their diversity. He oversees an office that implements programs such as Crossing the Finish Line, which is a career acceleration program for people of color. Programs such as these are crucial in developing world-class diverse leaders. An interesting quote by Anthony P. Carter sums up his role nicely, Diversity and inclusion describe how we can work together to bring innovative ideas, products and services together to cost increase the health, well-being and the quality of life of those we serve. (Diversity Global)In the article Harnessing Diversity to view the Bottom Line by Ron Dory, it was noted that one of Carters outgo practices in relation to diversity is the use of ERGs (Employee resourcefulness Groups), which have brought in new markets and impacted the companys growth in a positive way. Johnson and Johnson prides itself in its membership in the Billion dollar sign Roundtable, an elite group of companies that spend a billion dollars annually on women owned and nonage owned suppliers. Johnson & Johnsons use of Employee Resource Groups or ERGs as an organization where people who share a culture or background, for type gender, ethnic, religion or age, can meet to triumph within their culture or address issues in relation.ERGs are a good deal chartered organizations and have volunteer leaders and business plans that are in alignment with the organizations goals and bring encourage to the company. Mr. Carters use of ERGs at Johnson & Johnson has allowed everyone to see that they are not the same but different slice set abouting to carry out the same goals and objectives. He has in any typesetters case advised other companies to not move towards being the same or creating an organization where differences are not acknowledged. It appears the ERGs have allowed diversity to take a strong root within Johnson & amp Johnson. The have led to the company receiving numerous awards as leaders in diversity. As an example, Johnson and Johnson continue to develop world-class leaders. In September 2013, The United States Hispanic Chamber of Commerce (USHCC) announced this divisions Corporate Advocate of the Year, and the award went to Johnson and Johnsons straits procural Officer for Medical Devices/Supplier Diversity, Ruben Taborda.The president and CEO of USHCC stated, Ruben Taborda is a imaginative leader who has demonstrated an unwavering commitment to fostering business relationships surrounded by minority-owned enterprises and corporate America. Mr. Taborda is a true role model, leading by example, committed to providing concrete growth opportunities for Hispanic businesses throughout the nation. (Global Newswire) Ruben Taborda is just another example of the success Johnson & Johnson has had implementing diversity programs throughout their company. Just from my audit I have seen th eir success with women, Hispanics and many other minority situations. They truly believe in what they stand for and what they are trying to accomplish in the diversity arena. In retrospect, even though Johnson and Johnson has an impeccable reputation regarding diversity, even to the breaker consign that the company thrives from the immense diversity, it is always on the top of the list of the crush places work and was one of Diversity Incs. Top Companies for Diversity, problems arise sometimes when employees or perspective employees do not see it the same way. Examples of this come in the form of lawsuits against the company for discrimination.One case in authorityicular, Francine Parham, vice president of human resources was always bothered that there was a lack of minorities in the high positions within the company. She filed a lawsuit claiming that she did not receive a promotion because she is African-American and was then fired for speaking out against a corporate culture o f discrimination (Gordon). Perham stated that in the lawsuit that she was told by her supervisor that he envisioned a promotion for her within the neighboring twelve months and that she never got the promotion because that position was eliminated and that she was not qualified for a higher position even though she had excellent performance review. Perham in like manner alleged that less qualified white men and women were promoted to higher positions and she believes this was because she is black. She as well pointed out the lack of diversity at the top. Johnson and Johnsons responded, We have a deeply established commitment to diversity and inclusion in the work and deny the allegations in this case(Gordon).There were two other cases, one in which an African American and one a Hispanic, filed similar lawsuits, objective Johnson and Johnson of paying them lower wages and denying promotions to people of color. After ten years, that case was dismissed. Despite the fact that quint uple of the highest-paid executives at Johnson and Johnson are white, four of them being men, and ten of the twelve directors are white with no women of color on the board, Calvert Investments still rated Johnson and Johnsons diversity an 85 out of 100. They have an teemingness of internal minority groups and minority recruitment outreach efforts, they are a strategic partner of Minority Business Round Table and they sponsor scholarships for minority students. (Gordon) I believe that companies such as Johnson and Johnson, with such outstanding reviews regarding diversity, and noteworthy for their roles in diversity, are sometimes an easy target for people who are looking for lawsuit settlements.Reverse discrimination plays a large part in this process. It is very easy for a person, especially one of a protected class, to claim discrimination, especially against mega companies such as Johnson and Johnson. These people know that the company would not want their reputation tainted so they befool false claims to try and get whatever they can from the company. So the five highest paying executive in Johnson and Johnson may be white, but they also may be the most qualified, they may have worked the hardest to get to that point and they may be the most dedicated thereby deserving every dollar they earn. In my own experience, in managing a small local anaesthetic business, it is the qualified, hard-working, dedicated and reliable employee that will be promoted, no matter what the race, gender, religion, etc. According to Global Dynamics Inc., leading healthcare provider, Johnson and Johnson has been rated, by Diversity Inc. Magazine as the 1 company for promoting diversity and inclusion in the U.S. Diversity and Inclusion (D&I) are regarded as critical factors in making Johnson and Johnson one of the best places to work in the U.S.Although Johnson and Johnson met some challenges when they treasured to expand its Diversity and Inclusion initiative globally, they succeeded in meeting those challenges and the initiative was a success. Town hall meetings led by local leaders and web-based training reached several countries within the regions, live video conferences and live international video meetings were introduced and became groundbreaking for Johnson and Johnson. This resulted in improved employee morale, productivity and communication. (Global-Dynamics) In conclusion, my diversity audit of Johnson and Johnson showed they are a major player in the diversity arena. They have diverse employees, market their products to diverse groups and have initiatives in place to expand lead their company diversity even further in the future. An article in the NY Times sums it well by stating, Johnson and Johnsons achievements in diversity, in concept and in practice, succeed in bringing value to all those constituents (Forsythe).Johnson & Johnson is a company that is focused on construct their brand by building superior products and under standing the importance of diversity in achieving success in the global marketplace. They have made diversity an integral part of their processes including procurement, supply chain, product development, information management, sales and marketing, and community service. My audit research of Johnson & Johnson showed they are a worldwide leader in all of the above and they make a concerted effort to lead other companies in the same direction. Having all the initiatives and being part of outside organizations that push diversity allows them to exert pressure necessary to achieve diversity in the workplace throughout the world.The NY Times article also quoted Marjorie Geller, Vice President of Recruiting as saying Theres no question about it, our commitment to diversity has a powerful impact on our recruitment and our talent-development processes, as well as the products we offer to customers. We try very hard to assure that our diverse culture translates into value for our customer s, our employees, our communities and our stockholders (Forsythe).The succeeding(a) is the Diversity and Inclusion Programs and Activities from the Johnson and Johnson Website Throughout our companies, a wealth of programs and activities support our belief that a diverse, inclusive culture is essential to business success. Following is a sampling of these activities.Employee Resource GroupsEmployee resource groups are voluntary, employee-driven groups that focus on divided up interests and experiences and look to apply those perspectives to initiatives that create value for the enterprise. These groups provide support, net incomeing as well as personal and professional enrichment opportunities for their members such as mentoring, community outreach, supplier diversity, career development and cultural awareness activities.Mentoring ProgramsMentoring is widely offered throughout the Johnson & Johnson Family of Companies as formal or informal programs. We look to expand learnedn ess opportunities and support development of a diverse workforce by making these nurturing relationships available to an ever increasing number of employees across the enterprise. In the leaping of 2010, Johnson & Johnson introduced a custom, web-enabled mentoring service called Mentoring whole kit and boodle that contributes to the Global Diversity & Inclusion strategic objective of building a culture of inclusion. Mentoring Works is an enabler for talent development, employee engagement, and effective knowledge transfer as it makes it easier for people to connect, network and learn from each other.Diversity UniversityRecognizing that education is essential to learning about the benefits of diversity and inclusion, we have established the Johnson & Johnson Diversity University. Diversity University is a dynamic online website designed to help employees build the competencies and the adroitnesss needed to understand and value differences and the benefits of working co llaboratively to meet our Credo commitments and business goals. Diversity University includes a diversity of guides, toolkits and resources for self-guided learning a strong elearning curriculum that includes Diversity & Inclusion Fundamentals, Building Trusting Relationships in a Global and Diverse Environment, and leverage Diverse Thinking Styles The Whole Brain Advantage as well as links to other interactive portals providing cross-cultural education and skill building exercises.Office of Diversity & InclusionThe Office of Diversity & Inclusion was formed as a functional group within Johnson & Johnson to drive diversity & inclusion as a business imperative and to ensure a competitive advantage. The Chief Diversity Officer reports directly to the Chairman and Chief Executive Officer of Johnson & Johnson. The team serves as business catalysts, executing a global diversity strategy that enables Johnson & Johnson to win in the global marketplace. (JNJ.com) in l ike manner of interest is the following web address which shows the details of Johnson and Johnsons Diversity and Inclusion Business Model http//www.jnj.com/sites/default/files/pdf/Global%2BDI%2BCall%2BOut.pdfReferencesDiversity Global. Retrieved from http//www.diversityglobal.com/tops.aspx?id=Anthony-P-Carter-1449 Dory, R.Harnessing Diversity to impact the Bottom Line. Epoch Times (Oct 10, 2013). Retrieved from http//www.theepochtimes.com/n3/313845-harnessing-diversity-to-affect-the-bottom-line/ Forsythe, J. (2005) Leading With Diversity. Retrieved from http//www.nytimes.com/marketing/jobmarket/diversity/jandj.html Global-Dynamics (2013). Retrieved from http//www.global-dynamics.com/johnson-johnson ballock Newswire (2013). Retrieved from http//www.globenewswire.com/news-release/2013/09/25/575887/10049970/en/USHCC-Honors-Ruben-Taborda-of-Johnson-Johnson-with-Corporate-Advocate-of-the-Year-Award.html Gordon, C. Fired Johnson & Johnson Exec Claims Culture Of Discrimination (July 2013) Retrieved from http//jobs.aol.com/articles/2013/07/15/fired-johnson-and-johnson-discrimination/->0 JNJ.com (2013). Retrieved from http//www.jnj.com/about-jnj/diversity->0 http//jobs.aol.com/articles/2013/07/15/fired-johnson-and-johnson-